Performance Management

Performance Management

Performance management is a system for managing individual and organisational performance.

An Effective Performance Management System

  • Provides a formalised structure so team members know what is expected of them and how their performance will be measured.
  • Establishes an on-going management process rather than a once or twice a year "appraisal event".
    Focuses on the future with an accent on performance.
  • Places major responsibility on the team member for establishing their performance and development goals and monitoring progress.
  • Provides a structure for managers to manage their people more effectively.
  • The aim is to deliver the results required to achieve the organisation’s goals.
  • Performance management is an ongoing cycle made up of three stages; performance agreement with measurable and observable goals, regular feedback and support, the regular reviewing of results.


Download Linda’s guidelines for Making Performance Management a Process rather than an Event

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Why Work with Linda McDonald

Linda has worked with performance management systems for over 20 years, both from within organisations and as a consultant. As a result of her extensive practical experience she has a philosophy for how to make performance management work better for everyone – the manager, the employees and the organisation.

She has carried out several assignments to assist organisations make their performance management systems work effectively. Here are two examples

  • Worked with senior and middle management to implement revised performance management system including group discussions and individual coaching
  • Designed performance management system and designed and delivered one day management workshop followed by coaching sessions to implement new system

Click here to learn more about Linda McDonald

You can contact Linda to discuss performance management on 02 9416 1576 or visit the contact page.
 

A performance management system has three major outcomes for the individual:

Every team member knows exactly what is expected of them and how they are going to be evaluated and assessed in their job, i.e. what am I doing and how am I going to be judged?

A means of monitoring progress and getting regular feedback on the agreed activities and goals, i.e. how am I doing?

A formal review at the end of the annual cycle that covers the past 12 months’ performance, i.e. how did I do?

 

 

 
 
 
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